Pursuing France’s commitment to gender equality with the Rixain Law

France has long been committed to promoting gender equality in the workplace, but significant disparities persist. In 2019, wealth inequalities between men and women were still at 16%, compared to 9% in 1998. Furthermore, while women make up half of the active population, they only hold 12% of leadership positions in SMEs and mid-sized companies with over 10 employees. These inequalities are especially prominent in executive roles, where the « glass ceiling » continues to limit women’s access to top positions.

The Rixain Law, introduced by MP Marie-Pierre Rixain, marks a crucial step in addressing these gaps. It enforces quotas and transparency measures to ensure that gender equality remains a key national priority. The law applies to companies with over 1,000 employees and seeks to create a fairer and more inclusive professional environment.

 

Key objectives: Transparency and gender parity in leadership

Under the Rixain Law, French companies must align with two main objectives:

· Gender quotas: Companies with over 1,000 employees must have at least 30% women in executive roles and in governance bodies by 2026, increasing to 40% by 2029.

· Gender equality index: Businesses with over 50 employees are required to publish an equality index based on a 100-point scale to evaluate salary gaps and gender representation. This index must be updated annually and is structured around five indicators: the gender pay gap, the difference in annual raises, the gap in promotions, raises on return from maternity leave and the share of women in the company’s ten highest wages.

These measures aim at improving gender balance in leadership positions and eliminate barriers preventing women from reaching executive roles.

 

A rigorous selection process to ensure impactful results

Projects must meet strict eligibility criteria, including demonstrating clear improvements in gender parity and workplace equality. The selection process evaluates initiatives based on their impact, feasibility, and alignment with the law’s objectives. Only the most promising and innovative projects will receive support.

Eligible costs include expenses related to implementing gender equality strategies, such as training programs, mentorship initiatives, salary audits, and corporate policies aimed at closing the gender gap.

 

Implementation and monitoring to ensure effective change

Each participating company must commit to a structured plan with clear milestones. Regular reporting and performance tracking will be essential to measure progress. Companies will be required to submit annual updates on their gender parity status and demonstrate ongoing efforts to comply with the law’s requirements.

By fostering a culture of equality and inclusion, the Rixain Law paves the way for a more balanced and competitive professional landscape in France. Through its rigorous framework, it ensures that gender parity is not only a goal but a concrete reality for businesses nationwide.